In situations where these policies/practices are not applicable, it may become necessary for an individual to take action as a Whistleblower.

This Policy applies to all employees, volunteers, residents, clients, vendors, contractors or others with knowledge of any suspected wrongdoing or unethical behavior related to the conduct of Anglicare’s business or staff.

Definitions

Whistleblowing

The reporting in good faith by an individual of misconduct that is within Anglicare’s ability to control. Reporting in good faith means the complainant has a reasonable and honest belief that the alleged misconduct occurred.

Whistleblower

Any Board member, employee, volunteer, resident, client, family member, vendor or contractor who wishes to make a report in connection with misconduct and avails themselves of the protections offered in this Policy.

Misconduct

Dishonest, corrupt, illegal or fraudulent conduct

Unethical or immoral behaviour

Legal or regulatory non-compliance

Substantial mismanagement of Anglicare's resources

Substantial mismanagement that involves a significant risk to health, safety or the environment

Behaviour damaging to the reputation of Anglicare

Whistleblower Protection Officer (WPO)

The person to whom a report under this Policy is made and who has the responsibility to safeguard the interests of the whistleblower. To maintain independence from Anglicare’s operations, the WPOs include two Board members to whom complaints may be made, in addition to three Executives: Anglicare’s s WPOs are:

The person responsible for the investigation of a report made under this Policy, investigating the substance of the report and determining where there is evidence in support of the matters raised. The WIO will be appointed by the WPO at their discretion and may be an investigator external to Anglicare depending on the nature of the allegations made and the person or persons against whom they are made.

Making a report

In the first instance, prior to action under this Policy, the whistleblower is encouraged to follow normal reporting channels and discussing the matter with their immediate supervisor/manager.

If the nature of the matter is such that it is not appropriate to report through normal channels, or if the whistleblower has a reasonable concern about doing so, or if the matter has been previously reported under normal channels but the whistleblower believes no appropriate action has been taken, the whistleblower can contact the WPO directly to discuss the matter and lodge a report.

A whistleblower may choose to report a matter anonymously, however, they should recognise that anonymity may be inconsistent with natural justice for the person or persons that the complaint is made about and may severely hamper the investigation process. Anonymity may also mean that it is difficult to provide feedback on the status of the investigation to the whistleblower and also to provide the protection afforded to whistleblowers under this Policy.

Whistleblowers should ensure as far as they are able that their report is factually accurate, complete, based on first-hand knowledge, without material omission and presented in an unbiased fashion. The report should be as detailed as practicable and include (but not be limited to):

the exact nature of the alleged misconduct believed to have occurred

when the alleged misconduct took place, if known

where the alleged misconduct took place, if known

who was involved in the alleged misconduct

the names of witnesses who may know information that is relevant to investigating the alleged misconduct

Conducting an Investigation

All reports made under this Policy will be investigated with the objective of obtaining evidence that either substantiates or refutes the claims made by the whistleblower.

Investigations will be carried out by the WIO, as appointed by the WPO, who will be fair and independent in their investigation. A person accused within or connected to the matter must not be the WPO or WIO. If the WPO or WIO believes he/she may have a conflict of interest by acting as WPO or WIO in the matter, he/she is to notify the alternative WPO who will ensure that the matter is addressed without conflict of interest.

Where appropriate, for example where this is a potential risk to resident/client care or staff safety, the person alleged to have engaged in misconduct may be stood down from duty pending investigation. Where a person is stood down while the investigation takes place, no inference of wrongdoing or assumed guilt will apply. The principles of natural justice will be observed in the investigation, which will be conducted without bias and any person against whom an allegation has been made will be given the opportunity to respond.

If requested, the identity of the whistleblower may be kept confidential, noting that any commitment to confidentiality will be subject to reasonableness and the requirements of the law.

As soon as practicable after the investigation is concluded, the WIO will prepare a report providing a summary of the facts of the suspected misconduct and of the findings of the investigation (ie whether the misconduct was substantiated or unsubstantiated). The report shall be provided to the WPO who shall ensure that appropriate measures are taken in light of the findings in the report, which may include notification to regulatory and/or enforcement agencies.

Protecting Whistleblowers

If a whistleblower makes a report under this Policy in good faith, then provided he/she has not been involved in the conduct reported, the whistleblower will not be penalised or disadvantaged because they have reported a matter.

Anglicare staff must not victimise, harass or discriminate against anyone who raises a concern under this Policy or who participates in an investigation. Such vicitimisation, harassment or discrimination is serious misconduct and may result in disciplinary measures, up to and including summary dismissal. A whistleblower or participant in an investigation who believes he/she has been penalised or disadvantaged, including by being subjected to victimisation, harassment, discrimination or other unfavourable treatment, as a result of their report should immediately report the same to the WPO.

Any employee, supervisor or manager who is found to have penalised or disadvantaged a whistleblower or participant in an investigation by reason of their status as a whistleblower or witness to the alleged misconduct may be subjected to disciplinary measures, up to and including summary dismissal.

Where it is established by the WIO that the whistleblower has not acted in good faith or he/she intentionally made a false, malicious or vexatious report of alleged misconduct, then this will be reported to the WPO and may result in the whistleblower being the subject of disciplinary measures, up to and including summary dismissal.

References

Related documents could be external documents, such as legislative or other requirements, or internal documents such as: policies, standards and operational documentation (e.g. procedures, guidelines, checklists, templates etc.)